DIRECTOR - COMPENSATION PROJECTS

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DEPARTMENT OVERVIEW

Provides leadership for development and implementation of compensation strategy, policy and programs for all non-Senior Management Group staff across the system by working closely with compensation professionals at the ten campuses and five medical centers. Collaborates with the campuses to design and implement programs, and to design and implement tools and systems for collection and analysis of data for decision support. Ensures that compensation policies and programs comply with applicable legal and regulatory requirements. Promotes alignment of the University's compensation programs and strategies with the talent management and larger HR strategies. Provides strategic compensation consultation to compensations leadership at UC locations, senior management, and other key stakeholders, and interacts with other human resource staff, budget/finance staff, systems/IT staff and attorneys through the University.Provides leadership for development and implementation of compensation strategy, policy and programs for all non-Senior Management Group staff across the system by working closely with compensation professionals at the ten campuses and five medical centers. Collaborates with the campuses to design and implement programs, and to design and implement tools and systems for collection and analysis of data for decision support. Ensures that compensation policies and programs comply with applicable legal and regulatory requirements. Promotes alignment of the University's compensation programs and strategies with the talent management and larger HR strategies. Provides strategic compensation consultation to compensations leadership at UC locations, senior management, and other key stakeholders, and interacts with other human resource staff, budget/finance staff, systems/IT staff and attorneys through the University.

Position Summary
Establishes objectives and work plans, and delegates assignments to subordinate individual contributors. Responsible for managing, preparing, administering, and directing Compensation staff resources. Reviews and approves recommendations for compensation programs. Involved in developing, modifying and executing compensation policies that affect immediate operation(s) and may also have organization-wide effect. Erroneous decisions or failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules.

Key Responsibilities

50% SYSTEMWIDE COMPENSTION PROJECTS: Provides collaborative leadership for Systemwide Compensation Projects including policy revisions across medical centers and campuses. Project responsibilities span business, technical and project execution using internal and external resources. Participates in strategic planning and project initiation/development to ensure that direction of projects is aligned with organization business plans and to ensure compliance with applicable regulations, policies and procedures, sound financial management and business practices and achievement of performance objectives. Develops or oversee the development of detailed project plans including goals, deliverables, budgets and timelines. Establishes implementation team membership and negotiates time commitments and resource allocation. Ensures the establishment of sound measurements for each project to determine and demonstrate performance, success and completion. Provides general oversight and direction to cross-functional teams working on the various projects to ensure the provision of project management, analytic support services and technical expertise. This includes oversight of all projects undertaken by the unit as well as direct management of specific projects. Motivates team members and facilitates meetings, acting as a liaison and problem-solver. Assigns and directs work of project team members ensuring each individual understands the expectations for her / his contribution. Ensures the development, preparation and maintenance of appropriate documentation including user requirements, design specifications, test plans, project management plans and workflow diagrams. Maintains project plans including milestones, monitors project status, identifying issues, concerns and/or restraints that may jeopardize or delay project implementation. Provides regular reports and updates to Compensation leadership on project status and deliverables to senior management as needed and/or requested.

25% UCPATH SYSTEM SUPPORT: Provides consultation and support for the UCPATH System as relates to compensation. Trains and mentors Campus and Medical Center Compensation Managers, staff and project team members on UCPATH infrastructure. Develops a standardized methodology, consistent processes, assure data integrity and tools across the organization. Develops, implements and maintains information on best practices and standards. Researches compensation planning tools, technologies and methodologies including feasibility and cost/benefits analyses. Develop recommendations for Compensation management use. Ensure the public outside facing tool - TCS Inquiry is showing information accurately. Works with UCPATH and ITS to correct issues. Develops systemwide compensation reports as needed by locations. Maintain Compensation Sharepoint Sites.

25% MANAGEMENT OF STAFF: Manages staff assisting campuses and medical centers and providing support related to compensation systems. Specific responsibilities include: - Recruiting, selecting and training staff; - Setting individual and group goals; - Making project assignments; - Tracking expenditures against projections.

Experience
Required Qualifications

Minimum 10 or more years of progressive experience in compensation project management/compensation systems that includes experience in project initiation, planning, executing, monitoring and controlling and closing projects.

Skills and Abilities
Required Qualifications

Comprehensive understanding of the University's mission, organizational structures, operations, programs, policies and campus / medical center administrative structures or a demonstrated ability to quickly gain a thorough understanding within a short period of time.

Demonstrated supervisory and lead experience that includes managing and motivating staff in an environment with concurrent task, changing priorities and resources utilizing work and project plans to meet deadlines. Possesses the knowledge and skill to guide the development of staff members.

Thorough knowledge of working with the programmers and users of software. Able to serve as the Subject matter expert of Job Builder, a tool for the creation, maintenance and storage of position descriptions. Advanced knowledge of the Microsoft Office Suite of software and experience in effectively using Excel, Access, Visio, Project, Word and PowerPoint to create analyses, databases, cross-functional workflows, project plans, documents / reports, and presentations.

Demonstrated ability to work calmly and effectively in situations under pressure and to manage time effectively in a changing environment.

Demonstrated effective written and verbal communication skills, strong analytical, problem solving, critical thinking and organizational and advanced computer skills (for example, Word, Excel, Access, and other related programs).

Excellent written and oral communication skills which demonstrate: -the ability to effectively convey and explain information and tactfully deal with diverse people, situations and ideas, - excellent ability to draft clear, concise specifications, documentation and reports, - excellent facilitation, presentation and interpersonal skills, and - demonstrated ability to interact with and present to senior management.

Demonstrated ability to work as a leader in a collaborative environment, build consensus and promote exchange of information among project team members, project management staff and internal units.

Demonstrated knowledge and understanding of Compensation theory, concepts, practices, standards and processes.

Knowledge of PeopleSoft System.

Education
Required Qualifications

Bachelor's degree in Business Administration, Human Resources or other related field

Licenses and Certifications
Preferred Qualifications

World at Work CCP certification

HRCI or SHRM certification

Job Title
Compensation Manager 2

Job Code
000617

Salary Grade
Grade 27

Payscale:
$180,000 - $218,000

The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.

Benefits: For information on the comprehensive benefits package offered by the University visit: Benefits of Belonging

ADDITIONAL INFORMATION

This position is eligible for a remote work arrangement within the state of California. The selected candidate must reside within the state of California or be willing to relocate.

HOW TO APPLY

Please be prepared to attach a cover letter and resume with your application.

APPLICATION REVIEW DATE

The first review date for this job is December 13, 2024. If needed, add: The position will be open until filled.

CONDITIONS OF EMPLOYMENT

Background Check Process: Successful completion of a background check is required for this critical position. Background check process at UCOP

Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. UC Smoke & Tobacco Free Policy

As a condition of employment, you will be required to comply with the University of California Policy on Vaccination Programs, as may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

EEO STATEMENT

The University of California, Office of the President, is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status. For the University of California's Affirmative Action Policy please visit: https://policy.ucop.edu/doc/4010393/PPSM-20. For the University of California's Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination.

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